Diversity and equal opportunity
For ElringKlinger it goes without saying that every person is treated equally and individuality is encouraged. The Group sees cultural diversity as one of the factors in its success, as different social, cultural, and language backgrounds lead to different ways of thinking and different perspectives from which ElringKlinger can only benefit. Appreciation, tolerance, and respect for one another are always the main focus of day-today interactions.
With a total of 49 sites (as of December 31, 2017), ElringKlinger has a presence in 21 different countries and is able to service the needs of customers worldwide via its global network. The knowledge and language skills of the Group’s 9,600+ employees facilitate communication with customers and enable prompt handling of their concerns. ElringKlinger actively fosters international collaboration by offering intercultural training programs and approving long-term postings abroad for individual staff members working on international projects. In addition, the different experiences, perspectives, and viewpoints gained as a result of these interactions support the ongoing development of the Group.
ElringKlinger promotes a culture of integration by focusing on the skills and individual talents of people with disabilities. Severely disabled staff and employees with health impairments receive special protection and targeted support at ElringKlinger. As well as the Works Council, the company’s Equal Opportunities Officers address the concerns of affected staff whenever necessary. In 2017, a total of 188 (173) people with disabilities were employed within the Group.
In September 2017, ElringKlinger kick-started the Training 4.0 pilot project. Since then, five trainees have been learning and working with MLS (Mobile Learning in Smart Factories) – a web-based online platform for smart, mobile learning. Together with a mechanical engineering foundation initiated by the VDMA (German Engineering Association) in support of young talent, trainers have been working with trainees to put the application through its paces, as a means of helping to fine-tune it and optimize the structure and functions of the app.
ElringKlinger wants its trainees to use this new training concept to give them the ability to continue learning and also extend their own skills independently and flexibly in their later working life. After all, lifelong learning is becoming increasingly important in the Industry 4.0 age.
ElringKlinger is opposed to any form of discrimination and is committed to social diversity and responsibility. The Group eats, sleeps, and breathes these principles through a number of projects. For example, it works in close cooperation with the BruderhausDiakonie Foundation and the associated disabled persons’ workshops in Dettingen/Erms, which handle end-to-end processes for the company's Aftermarket division. At the company site in Buford, USA, too, people with disabilities perform assembly, sorting, and packaging tasks, providing them with an environment in which they are included in working life.
Additionally, ElringKlinger offers a summer vacation program for children of parents working within the Group. It is carried out in collaboration with BruderhausDiakonie. The inclusive groups are supported, among others, by our vocational trainees as part of their community-based internships. After all, in keeping with the thoughts of German president Richard von Weizs?cker, it's normal for ElringKlinger to be different.
The Group actively supports the performance capability of ElringKlinger employees. Alongside workplace health promotion and measures to improve work/life balance, the issue of occupational safety is hugely important to the Group. All guidelines and principles are firmly anchored within the Group’s occupational health and safety policy that is binding on all employees of ElringKlinger.
Alongside company sports groups that meet outside working hours, ElringKlinger's occupational health management program also includes health-related measures implemented at the place of work. An external physiotherapist has analyzed the company's workspaces and work processes at the site in Dettingen/Erms, drawn up ergonomic exercises for personnel, and implemented an ongoing training program. At the same time, selected staff members have been trained as "multipliers" so that they can maintain a steady level of awareness with regard to this topic and ensure regular training.
The "Leadership on the move" program focuses on systematically nurturing and promoting leadership at a managerial level. It consists of several modules that embrace leadership principles such as clarity and openness, respect of personality traits and opinions, the ability to work in cooperation with others, and how to discharge responsibilities. Interdisciplinary thinking is supported by joint projects that bring together a broad range of people and allow the various divisions and departments to interact.